You must improve your mobile recruiting strategy in order to attract top talent in 2024, says Neve Wilkinson.

As the number of global smartphone users reaches almost five billion, you need to take advantage of mobile technology such as social media, video conferencing tools, apps, and text messaging to best attract job seekers in today’s competitive hiring landscape

What Are The Benefits of Mobile Recruiting? 

Mobile recruiting sees companies use mobile technology throughout the entire process of finding and hiring candidates. Here are some of the benefits of incorporating a mobile recruitment strategy into your workforce: 

  • Mobile devices are engaging, making it easier for recruiters to capture candidates’ attention through interactive content, videos, and instant notifications.
  • Mobile job listings can reach candidates who may not have access to desktop computers or traditional recruiting methods. The wider the reach, the better the chances of finding the right candidate.
  • It demonstrates the company’s commitment to embracing technology.
  • Faster response times offer a more improved and streamlined experience for candidates.
  • It provides a more personalised experience for candidates when recruiters communicate via text messages or mobile apps. These options are more direct than emails or phone calls, and see faster response times. 

6 Mobile Recruiting Strategies You Should Adopt In 2024

Optimise Your Website For Mobile

A mobile-friendly website is essential in 2024, with 92.3 percent of internet users accessing the internet from a mobile phone.

Mobile-optimised websites provide those accessing the site from a mobile device with the optimal user experience. You should consider using responsive designs that automatically adapt the layout, content, and image sizes to fit different screens.

After applying on a job search site like Indeed or Totaljobs, candidates will want to check out your company website to learn more. For example, they may want to read about the products or services you offer, the company history, or testimonies from current employees.

In addition, some candidates may even browse jobs and apply for them directly on your website. Your careers page is a chance to promote company culture and benefits, and your commitment to diversity, equity and inclusion (DEI).

Create Mobile-Friendly Applications

67 percent of job applications were completed on a mobile device in 2021, highlighting the importance of mobile-friendly applications.

It is harder for job seekers to fill out lengthy applications with lots of questions and boxes when using their smartphone or tablet to apply. So, ensure your application is mobile-friendly. This means allowing them to upload a CV and answer just a few necessary questions.

In addition, your team of recruiters can receive applications on their mobile devices. This streamlines the review process and keeps their workspace neater than hundreds of printed CVs taking over their desks.

Use Social Recruiting 

Many job seekers spend time scrolling through social media, so you should make social recruiting a key component of your mobile recruiting strategy. 

Recruiters can use profiles on social platforms such as LinkedIn and Facebook as talent databases to find information on candidates they wish to attract. 

Conversely, social media content can attract passive and active candidates with 79 percent of UK job seekers using social media in some way during their job search. To take advantage of this, ask your social media team to help attract candidates by sharing:

  • Detailed job postings with details of where to apply and a closing date. 
  • Content that promotes your products and services, such as promotions and customer reviews.
  • Content that boosts your employer branding, such as employee testimonials, photos from the office, and photos from social team events.

Create Targeted Recruiting Campaigns

Targeted adverts or social media campaigns ensure your target demographic sees your job postings and you attract the right talent.

For example, if you are hiring for an entry-level position, you could target people between the ages of 18 and 24 who follow or like businesses similar to yours.

With the importance of DEI in mind, you can also create campaigns that target different backgrounds and demographics, ensuring that a diverse group sees your job postings.

Conduct Virtual Interviews 

Virtual job interviews increased during the COVID-19 pandemic and have remained popular, as businesses recognised that video interviewing can reduce their time-to-hire by up to 50 percent.

You should allow job seekers, even if the job is onsite, to join an initial interview from a mobile device or a desktop. This saves candidates and your recruiters time, effort, and money. Here are three types of video interviews: 

  • In a one-way interview, candidates will be presented with questions which they record their answers to at their own pace and submit for a recruiter to review. This saves the recruiter time in the initial stages of the hiring process.
  • In a two-way virtual interview, candidates and interviewers use video conferencing technology to talk to each other in real time. This allows the candidate to get a better feel for the company and ask questions.
  • In a group interview, multiple candidates join one video call to answer questions in front of their competitors. This allows recruiters to see who stands out and how the job seekers work alongside others.

Use Communication Channels

Recruiters can use a range of communication channels to connect with candidates from the application stage to their integration into the company.

Recruiters can efficiently respond to queries, schedule interviews, and provide feedback, all of which improve the candidate journey. In addition, using a familiar platform improves the candidate’s experience with your company.

Here are some channels you can use for communicating with job seekers:

  • Instant messaging apps, including WhatsApp and Microsoft Teams.
  • Video conferencing tools, including Zoom, Microsoft Teams, and Skype.
  • Social media platforms, including LinkedIn, Facebook Messenger, and Instagram.

In a mobile-centric world, mobile recruitment will be the linchpin for success in 2024. It will be vital in streamlining the hiring process, increasing job accessibility, and finding suitable candidates in a fast-paced hiring landscape.

The plethora of emerging mobile job search platforms and apps make it easier for jobseekers to find and apply for jobs. Meanwhile, businesses and recruiters will benefit from a larger talent pool.

Mobile recruiting will become more prevalent as technology advances, so stay on top of all workplace trends in 2024.


Neve Wilkinson is a content writer and outreach specialist at Solvid.





I'm a content writer at Solvid, with experience writing data-driven business and technology articles. I've previously had my work featured on HackerNoon, TestingTime, eLearning Inside and The Future of Commerce.